ANWESHA SARKAR

1

RECRUITING GEMS FOR GITANJALI GROUP

BY – ANWESHA SARKAR DM16B09

2

TOPICSector Gems and JewelleryCompany Gitanjali GroupProduct Jewellery and

WatchesAbout The ProjectRecommendation And ConclusionMy Learning

CONTENTS

3

SECTOR : GEMS AND JEWELLERY SECTOR• CONTRIBUTION TO THE GDP – 7%• EXPORTS – Cut and polished diamonds: US $ 20 bn, Gold Medallions and coins: US$ 5.2 bn, Silver Jewellery: US$ 3 bn• With an 8 % , market share in polished diamonds, India

has become the world's third largest diamond consumer. • Foreign Direct Investment (FDI) inflows in diamond and

gold ornaments in the period April 2000-March 2016 were US$ 772.05 million

• EXPECTED CAGR- 15.95 per cent over the period 2014-2019.

Source – ibef.com

4

• Gitanjali Group is one of the largest branded jewellery retailers in the world.

• Gitanjali is engaged in the cutting and polishing diamonds as well as in jewellery manufacturing, branding and retailing

• CHAIRMAN AND MANAGING DIRECTOR – MEHUL C. CHOKSI

• HEADQUARTERS – MUMBAI• FOUNDED IN 1966• STOCK PRICE – 67.20 rupees.• SALES TURNOVER : 8603.63 Cr.(2016)• REVENUE- 125 Billion INR (US$1.9 billion)

COMPANY : GITANJALI GEMS AND JEWELLERY

SOURCE: - www.gitanjaligroup.com

5

COMPETITOR’S ANALYSISName LAST

PRICEMARKET CAPITAL (in Cr.)

SALES TURNOVER

NET PROFIT

TOTAL ASSET

Rajesh Exports 499.05 14,734.95 38,618.62 476.52 7,741.9

PC Jewellers 383.85 6,874.75 7,259.07 400.88 3,267.53

Tribhovandas 68.70 458.44 1,654.78 -23.13 1,088.34

Gitanjali Gems 68.40 811.33 8,603.63 48.76 7,787.31

6

SHARE OF GITANJALI GROUP’S RETAIL OUTLETS

SOURCE – www.ibef.com

7

PRODUCTS :-

8

ABOUT THE PROJECT

9

PROJECT METHODOLOGYUNDERSTAND

ING JOB PROFILES

SOURCING

TELEPHONIC INTERVIEW

FACE TO FACE INTERVIEW

FEELING UP OF PERSONAL

DATA

PRE APPOINTMENT FORMALITIES

OFFER

ONBOARDING

10

PROJECT DESCRIPTIONRECRUITMENT-Recruitment is the process of finding and hiring the best-qualified candidate (from within or outside of an organization) for a job opening in a timely and cost-effective manner. 

Recruitment and Selection is conducted by:     HR & Branch Manager     Functional Head

• Recruiting begins with occurance of vacancy and authrization to fill it up

• Job analysis

11

Recruitment planning on the basis of budget-• The annual budget specifies the manpower

requirement of the entire organization

Review of Manpower Plans and Additional Manpower• Review of manpower budgets takes place on

a quarterly basis. • In the event of any new position or any

deviations to the original plans, details of the positions is forwarded to the VP-HR along with the adequate supporting information

RECRUITMENT PLANNING

12

Depending on the nature of the position/grade, volumes of recruitment and any other relevant factors, the Regional HR would use any one multiple sources such as:•  Existing database (active application data

bank);•  Employee referral as per any company

scheme that may be approved from time to time;

•  Advertisement in the internet/newspapers/magazines/company’s sites/job sites or any other media;

•  Placement Agencies (particularly for positions of Managers and above)

SOURCING

13

SCREENING:-•Interview of 30 candidates were taken by me .

This assessment were done with respect to:• The general profile of the candidate,• Personality fit of the candidate into the

profile,• Aptitude/attitude of the candidate,• Motives of the person to join the company• Basic skill level on the set of requirements,

say numerically ability, networking ability, etc.

14

NEGOTIATIONS OF THE TERMS AND CONDITIONS AND OTHER PRE-APPOINTMENT FORMALITIES :- • The branch managers is allowed to fix the salary and

grade of the incoming sales manager, provided the compensation does not exceed 20% of the candidates current cash salary

REFERENCE CHECKS-• Normal, reference checks were undertaken with at least

one reference. • A second reference check will be done if considered

necessary. • Where the minimum two reference checks are not

possible (particularly with the current employer) or where there is a mixed response from different sources, the matter may be to the VP-HR for a final decision

15

The candidate should forward the relevant papers listed below to the head of recruitment.• Personal Data form• Employee requisition form • Latest and updated resume of the candidate• Photocopy of the appointment letter of the last

employer or latest salary slip.• Employment details.• Two Professional references.• Language Proficiency.

Employment offer letter

16

• Compression of the "white space" in the hiring process.

• Use of more & more consultants from multiple segments.

• Competency check• Reduction of the pre offer formalities• Blending of technology • Building and managing the candidate

pool.

RECOMMENDATION

17

Jewellery is confronted with high attrition rate makeing recruitment a critical function in the organizationEnsure selection of competitive people by • Improvising of recruitment

processes continuously.• Looking out for methods enabling

the organisation to adopt best recruitment practices

CONCLUSION :-

18

• Understanding of person and profile fit.• Convince prospective candidate;• Following up with the candidates• Learning about salary fitments.• Communicate with the corporates;• Handle queries;• Prioritize issues according to their importance

MY LEARNING -

19

Thank You